Training Plan Template
A training plan template that maps learning objectives, audiences, formats, and timelines so you can roll out training that actually changes behaviour.
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What you get
- An objectives-first structure built on Bloom's learning levels
- An audience, format, and delivery-channel planner
- A session-by-session schedule with owners and resources
- Evaluation hooks tied to Kirkpatrick's four levels
Template preview
The structure, not the finished file. The PDF and CSV carry the complete version.
Programme overview
- Training programme name
- Sponsor / owner
- Target audience
- Start & end dates
Needs & objectives
Anchor the plan to a real gap and the outcomes that close it.
- Performance / knowledge gap
- Business outcome this supports
- Prerequisites or prior knowledge
Learning objectives
Use action verbs (apply, analyse, demonstrate) so each objective is observable and measurable.
| Objective | Bloom's level | How it's assessed |
|---|---|---|
| Apply the new expense policy to real claims | Apply | Scenario quiz, 80% pass |
| Demonstrate the CRM logging workflow | Demonstrate | Live task observation |
Delivery schedule
| Module / session | Format | Duration | Facilitator | Date |
|---|---|---|---|---|
| Kickoff & context | Live workshop | 60 min | L&D lead | Week 1 |
| Hands-on practice | Self-paced + lab | 90 min | Self / SME | Week 2 |
| Manager reinforcement | 1:1 coaching | 30 min | Line manager | Week 3 |
The preview stops here; the template continues in the download.
How to use this template
- Define the gap. Start from the performance or knowledge gap the training must close — not the topic you want to teach.
- Write measurable objectives. Turn the gap into learning objectives that state what learners will be able to do afterwards.
- Schedule and resource it. Plan sessions, formats, and facilitators, and confirm budget, tools, and materials.
- Build in evaluation. Decide how you'll measure reaction, learning, behaviour, and results before you launch.
Frequently asked questions
How detailed should a training plan be?
Detailed enough that someone else could run it. Always nail the objectives, audience, schedule, and evaluation; the depth of facilitator notes can scale with how often the programme repeats.
What's the difference between a training plan and an agenda?
An agenda is the run-of-show for a single session. A training plan is the whole programme — objectives, audiences, modules, resources, and how you'll measure impact across weeks.
How do I measure if training worked?
Use Kirkpatrick's four levels: reaction, learning, behaviour, and results. Reaction surveys are easy but weak; behaviour change at 30 days and business results at 90 days are what prove value.